Employment Consultants

Never begin a search without a clear job definition and clear performance measures.

Interview for the hard skills (measurable abilities/knowledge) and for the soft skills (attitudes, behaviors and personality)

Your company’s hiring manager should work openly and honestly with a top-notch recruiter in order to prepare your company for the hiring process. You need to focus on a job description that will get results. A professional recruiter will ask the right questions to help you identify your company’s needs and expectations. A savvy recruiter will also help you identify human attributes (personality, communication skills, fit for your corporate culture, etc.) that the “right” candidate should possess, including “must-have” attributes and “preferred” attributes.

The better your job description, the faster your job opening will be filled!

Define your Candidate:

1.) IDENTIFY star performers previously in the position. Note what makes them different.

2.) CREATE a hiring model

3.) SCRIPT questionnaire around the model

4.) ESTABLISH the bench marks and milestones to be reached in the first 90 days: the first 6 months.